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A manager is someone who is responsible for
administering or controlling an organization as well as its group of staff
members. A manager cannot think about organization’s growth and development, if
there exists biasness or gender inequalities in the organization which he fails
to address. His positive approach towards managing gender equality in the
establishment can bring an optimistic change both for men and women that can be
viewed as social transformation in the organization. The personal attitudes of
every individual within the organization towards the importance of gender
equality have significant effects on the quality and sustainability of
organization’s development. Special
attention needs to be given to gender issues because experience has proved that
gender equality brings good economic returns to organization as well as to the
nation. Therefore,
this paper focuses on how the problems related to gender-based differences
among the workforces that manifest themselves at the work place in the
organization can be handled and controlled by the human resource professionals as
well as provides suitable suggestions to handle and overcome these problems in
order to accomplish the organization’s goal in an optimal fashion. A
secondary study has been done to recognize the value of gender
equality in the organizations. Information from journals, articles and
websites was taken to accomplish this task.”There is a popular
notion among many employers who feel that the men have a greater responsibility
in supporting the family than the women and therefore have a greater right to the
job.” “Report of the Survey of Women Workers’ Working Conditions in Industry”.
The reason for the same is, since from birth, boys and girls are socialized
differently by their parents. They are given infinite socialization messages
about how they should behave in the society. These messages differ depending
upon the gender of the particular child. These early socialization of boys and
girls can be viewed practically in the workplace, creating gender related
problems at the work place, between men and women. Gender discrimination puts a
brake on the economic development of the organization as well as the nation. Increase
in the female ratio can increase the total output of the organization. Women
have to be considered as equals as men in shaping the future society of the
country. Gender equality includes
the appreciation of differences and does not mean forcing everyone into the
same mould. The appreciation of differences is a particularly important aspect
for everybody who works in organisations engaged in development cooperation,
where issues, aims and tasks often have to be examined from very different
points of view, for example because of cultural differences. Gender equality at
the workplace can be expressed in many ways and at many levels. In the first
place gender equality, or the lack of it, is revealed in the attitude of the
managers towards its employees in the organization. When there is gender
equality in the workplace, the differences between and amongst male and female
employees are valued and encouraged. When there is gender equality in the
organization, work becomes productive. All the human resource professionals
must encourage gender equality in and through their own work. They must exhibit
in their own actions and behaviour that promote gender equality. The managers
of the organisation must understand the fact that the gender equality is an
issue of actions, not just words. 

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